End-to-end compensation planning

Whether you’re looking for the market rate of a software engineer, trying to win that A+ candidate, or running an annual merit cycle, we’ve got you covered.

Free

Understand the market with real-time data

Get real-time data on salary, equity, variable, and more. Never deal with manual compensation surveys again.

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Foundations

Implement your compensation fundamentals

Build your compensation bands with real-time market data. Analyze and manage your team’s compensation in a single place.

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Pro

Make data-driven compensation decisions at scale

Manage bands and run org-wide merit cycles in one centralized portal. Give managers controlled access to their team’s full compensation.

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Premium

Implement end-to-end comp management & communication

Build a fair compensation culture by thoughtfully planning and communicating total compensation before, during, and after merit cycle changes.

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Thousands of customers use Pave

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Trusted by innovative startups and the world’s leading enterprises

With Pave, we can offer transparency for managers in terms of how they should reward employees and also how they can responsibly allocate their budget. It’s a huge benefit to have managers aligned and bought into the comp philosophy and how it’s executed so they can have better conversations with their employees.

Amelia Skagias

Manager, Compensation

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With Pave, we can offer transparency for managers in terms of how they should reward employees and also how they can responsibly allocate their budget. It’s a huge benefit to have managers aligned and bought into the comp philosophy and how it’s executed so they can have better conversations with their employees.

Amelia Skagias

Manager, Compensation

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We run a really robust compensation process. Pave’s compensation planner makes it 10x easier and simpler to communicate employee compensation to our leadership team.

Marisa Fezza

Director of People

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For venture-backed startups where equity is a meaningful part of the compensation plan, I think Pave is going to be best practice to visualize what equity could be worth.

Brian Whorley

CEO

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We didn’t have to retrain our team to talk about equity in a certain way, the tool just reflected the dialogue we already wanted to have with candidates and employees.